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İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması

Year 2022, Volume: 7 Issue: 18, 316 - 336, 30.06.2022
https://doi.org/10.25204/iktisad.1023806

Abstract

İnsanlar yaşamlarının önemli bir kısmını işyerlerinde geçirmektedirler ve bu durum onların fiziksel, zihinsel ve psikolojik olarak yıpranmalarına neden olmaktadır. Bu çalışmanın temel amacı, işörenlerin zihinsel ve psikolojik yıpranma algılarını belirlemek amacıyla İşgören Yıpranması Ölçeğini (İYÖ) geliştirmektir. Ölçeğin geliştirilmesi sürecinde önce Dünya Sağlık Örgütünün zihinsel ve psikolojik sağlık koşullarını esas alarak zihinsel ve psikolojik yıpranma durumlarına uygun “aday ölçek” madde havuzu oluşturulmuştur. Daha sonra ölçeğin kapsam geçerliği için uzman görüşüne başvurulmuştur. Kapsam geçerliği çalışmasından sonra taslak ölçeğin pilot çalışması imalat işletmelerinde çalışan 145 işgörenin katılımıyla gerçekleştirilmiştir. Aday ölçek ile toplanan veriler önce Açımlayıcı Faktör Analizi (AFA) ile analiz edilmiştir. Açımlayıcı Faktör Analizi sonucunda ölçeğin dört faktörlü yapısı tespit edilmiştir. Ölçeğin ana uygulaması aynı örneklemin genişletilmesiyle tabakalı örnekleme yöntemiyle belirlenen 334 işgörenin katılımıyla gerçekleştirilmiştir. Ana uygulamada İşgören Yıpranması Ölçeğinin geçerliği Doğrulayıcı Faktör Analizi (DFA), güvenirliği Cronbach alfa katsayısı ile belirlenmiştir. Doğrulayıcı Faktör Analizi sonuçları pilot çalışma aşamasında geliştirilen dört boyutlu İşgören Yıpranması Ölçeğinin yapısını doğrulamıştır. Yapılan geçerlilik ve güvenirlik analizi sonuçları geliştirilen ölçeğin güvenilir ve geçerli bir veri toplama aracı olduğu sonucuna ulaşılmıştır.

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Employee Attrition Scale (EPS): Scale Development Study

Year 2022, Volume: 7 Issue: 18, 316 - 336, 30.06.2022
https://doi.org/10.25204/iktisad.1023806

Abstract

People spend a significant part of their lives in their workplaces, and this causes them to wear out physically, mentally, and psychologically. The primary purpose of this study is to develop the Employee Attrition Scale (ESS) to determine the employees' mental and psychological attrition perceptions. In the process of developing the scale, firstly, the "candidate scale" item pool was created based on the mental and psychological health conditions of the World Health Organization, suitable for mental and psychological wear and tear. Then, expert opinion was sought for the content validity of the scale. After the content validity study, the pilot study of the draft scale was carried out with 145 employees working in manufacturing enterprises. The data collected with the candidate scale were first analyzed with Exploratory Factor Analysis (EFA). As a result of the Exploratory Factor Analysis, the four-factor structure of the scale was determined. The main application of the scale was carried out with the participation of 334 employees selected by the stratified sampling method by expanding the same sample. In the main application, the validity of the Employee Attrition Scale was determined by Confirmatory Factor Analysis (CFA), and the Cronbach alpha coefficient determined its reliability. Confirmatory Factor Analysis results confirmed the structure of the four-dimensional Employee Attrition Scale developed during the pilot study. As a result of the validity and reliability analysis, it was concluded that the developed scale is a reliable and valid data collection tool.

References

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  • Altunkaya, H. ve Topuzkanamis, E. (2018). The effect of using facebook in writing education on writing achievement, attitude, anxiety and self-efficacy perception. Universal Journal of Educational Research, 6(10), 2133-2142.
  • Anglim, J., Horwood, S., Smillie, L. D., Marrero, R. J. ve Wood, J. K. (2020). Predicting psychological and subjective well-being from personality: A meta-analysis. Psychological Bulletin, 146(4), 279.
  • Arnold, K. A., Turner, N., Barling, J., Kelloway, E. K. ve McKee, M. C. (2007). Transformational leadership and psychological well-being: the mediating role of meaningful work. Journal of occupational health psychology, 12(3), 193.
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  • Coban, O. ve Atasoy, R. (2019). An examination of relationship between teachers' self-efficacy perception on ICT and their attitude towards ICT usage in the classroom. Cypriot Journal of Educational Sciences, 14(1), 136-145.
  • Çokluk, Ö., Şekercioğlu, G. ve Büyüköztürk, Ş. (2012). Sosyal bilimler için çok değişkenli istatistik: SPSS ve LISREL uygulamaları (Vol. 2): Pegem Akademi Ankara.
  • Davis, P. (2018). Leadership as a profession: a special case dependent on organizational ownership, governance, mission and vision. In Professionalizing Leadership (pp. 109-124): Springer.
  • Delmolino, G. (2018). The economics of conjugal debt from gratian's decretum to decameron 2.10: boccaccio, canon law, and the loss of interest in sex. In Reconsidering Boccaccio (pp. 133-163): University of Toronto Press.
  • Dimitrov, D. (2012). Sources of meaningfulness in the workplace: A study in the US hospitality sector. European Journal of Training and Development. Vol. 36 No. 2/3, pp. 351-371. https://doi.org/10.1108/03090591211204788
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  • Erkorkmaz, Ü., Etikan, İ., Demir, O., Özdamar, K. ve Sanisoğlu, S. Y. (2013). Doğrulayıcı faktör analizi ve uyum indeksleri. Turkiye Klinikleri Journal of Medical Sciences, 33(1), 210-223.
  • Fallucchi, F., Coladangelo, M., Giuliano, R. ve William De Luca, E. (2020). Predicting employee attrition using machine learning techniques. Computers, 9(4), 86.
  • Ferguson, C. J. ve Beresin, E. (2017). Social science's curious war with pop culture and how it was lost: The media violence debate and the risks it holds for social science. Preventive medicine, 99, 69-76.
  • Fisher, C. D. (1985). Social support and adjustment to work: A longitudinal study. Journal of management, 11(3), 39-53.
  • Fornell, C. ve Larcker, D. F. (1981). Evaluating structural equation models with unobservable variables and measurement error. Journal of marketing research, 18(1), 39-50.
  • Garden, A.M. (1987). Depersonalization: A valid dimension of burnout? Human relations, 40(9), 545-559.
  • Gardner, D. G. ve Pierce, J. L. (1998). Self-esteem and self-efficacy within the organizational context: An empirical examination. Group & Organization Management, 23(1), 48-70.
  • Geçkil, T. ve Tikici, M. (2015). Örgütsel demokrasi ölçeği geliştirme çalışması. Amme İdaresi Dergisi, 48(4).
  • Guthier, C., Dormann, C. ve Voelkle, M. C. (2020). Reciprocal effects between job stressors and burnout: A continuous time meta-analysis of longitudinal studies. Psychological Bulletin, 146(12), 1146.
  • Hair, J. F., Black, W. C., Babin, B. J., Anderson, R. E. ve Tatham, R. (2006). Multivariate data analysis . Uppersaddle River. In: NJ: Pearson Prentice Hall.
  • Hair, J. F., Sarstedt, M., Ringle, C. M. ve Mena, J. A. (2012). An assessment of the use of partial least squares structural equation modeling in marketing research. Journal of the academy of marketing science, 40(3), 414-433.
  • Hatchimonji, D. R., Gregory, A., Osher, D., Selby, E. A. ve Elias, M. J. (2021). Student self‐reported positive purpose over two years in urban middle schools. Journal of Research on Adolescence, 31(1), 101-119.
  • Herdiana, Y., Wahyudin ve Sispiyati, R. (2017). Effectiveness of discovery learning model on mathematical problem solving. Paper presented at the AIP Conference Proceedings. 40:1, 1-11.
  • Hill, P. L., Beck, E. D. ve Jackson, J. J. (2021). Maintaining sense of purpose following health adversity in older adulthood: a propensity score matching examination. The Journals of Gerontology: Series B.
  • Jain, R. ve Nayyar, A. (2018). Predicting employee attrition using xgboost machine learning approach. Paper presented at the 2018 International Conference on System Modeling & Advancement in Research Trends (SMART). pp. 113-120, doi: 10.1109/SYSMART.2018.8746940.
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There are 79 citations in total.

Details

Primary Language Turkish
Subjects Business Administration
Journal Section Research Papers
Authors

Hasan Tutar 0000-0001-8383-1464

Ahmet Tuncay Erdem 0000-0003-4573-8415

Publication Date June 30, 2022
Submission Date November 15, 2021
Published in Issue Year 2022 Volume: 7 Issue: 18

Cite

APA Tutar, H., & Erdem, A. T. (2022). İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması. İktisadi İdari Ve Siyasal Araştırmalar Dergisi, 7(18), 316-336. https://doi.org/10.25204/iktisad.1023806
AMA Tutar H, Erdem AT. İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması. JEBUPOR. June 2022;7(18):316-336. doi:10.25204/iktisad.1023806
Chicago Tutar, Hasan, and Ahmet Tuncay Erdem. “İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması”. İktisadi İdari Ve Siyasal Araştırmalar Dergisi 7, no. 18 (June 2022): 316-36. https://doi.org/10.25204/iktisad.1023806.
EndNote Tutar H, Erdem AT (June 1, 2022) İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması. İktisadi İdari ve Siyasal Araştırmalar Dergisi 7 18 316–336.
IEEE H. Tutar and A. T. Erdem, “İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması”, JEBUPOR, vol. 7, no. 18, pp. 316–336, 2022, doi: 10.25204/iktisad.1023806.
ISNAD Tutar, Hasan - Erdem, Ahmet Tuncay. “İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması”. İktisadi İdari ve Siyasal Araştırmalar Dergisi 7/18 (June 2022), 316-336. https://doi.org/10.25204/iktisad.1023806.
JAMA Tutar H, Erdem AT. İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması. JEBUPOR. 2022;7:316–336.
MLA Tutar, Hasan and Ahmet Tuncay Erdem. “İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması”. İktisadi İdari Ve Siyasal Araştırmalar Dergisi, vol. 7, no. 18, 2022, pp. 316-3, doi:10.25204/iktisad.1023806.
Vancouver Tutar H, Erdem AT. İşgören Yıpranması Ölçeği (İYÖ): Ölçek Geliştirme Çalışması. JEBUPOR. 2022;7(18):316-3.